Our modified duty workers are paid full salary. Their department pays out of their budget and 90% use their employees in their own department. The other 10% are assigned to other areas but the original department pays for them. For the 10% who are assigned outside their dept, we have some designated jobs, depending on skill sets, in various areas (discharge phone calls, volunteer service deliveries, data entry, rolling silverware, etc). 85% are on modified duty 3 months or less.
Over 20 years ago we had a modified duty cost center in Employee Health, but we found that the adage“out of sight..out of mind” was the trend in our facility, as departments were less engaged in bringing the employee back to work and to work on safety issues. Since the manager is paying for the employee while on modified duty, we have had much more interest in injury prevention measures and working with our team to get the employee back to full duty. JoAnn
JoAnn Shea, ARNP, MS, COHN-S
Director, Employee Health & Wellness “Caring for our Caregivers”
Work: 813-844-7692 Cell: 813-789-3441 FAX; 813-844-8144 Email: jshea@tgh.org
From: MCOH-EH [mailto:mcoh-eh-bounces+jshea=tgh.org@mylist.net]On Behalf Of Janet Riese
Sent: Thursday, March 01, 2018 2:17 PM
To: MCOH <mcoh-eh@mylist.net>
Subject: [MCOH-EH] light or restricted duty
For those of you that do workers comp, how are you handling light or restricted duty. Do they continue to work in their original department or do you put them in a pool and triage them to light or restricted duties throughout the facility?
Thank you. Have a great day!!
JANET RIESE
Employee Health/Infection Prevention Manager
MARY LANNING HEALTHCARE
715 North St. Joseph Avenue
Hastings, NE 68901
O: 402/461-5341
F: 402/460-5734
Prevention starts with you! Wash your hands!